{"id":3134,"date":"2022-06-28T11:21:14","date_gmt":"2022-06-28T09:21:14","guid":{"rendered":"https:\/\/agence-puck.fr\/?p=3134"},"modified":"2022-06-30T09:59:27","modified_gmt":"2022-06-30T07:59:27","slug":"5-cles-pour-accompagner-le-changement","status":"publish","type":"post","link":"https:\/\/agence-puck.fr\/en\/actualites\/5-cles-pour-accompagner-le-changement\/","title":{"rendered":"5 CL\u00c9S POUR ACCOMPAGNER LE CHANGEMENT"},"content":{"rendered":"
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Un rebranding, un changement d\u2019actionnaire, un rachat, impactent r\u00e9guli\u00e8rement la vie et l\u2019image des entreprises. Pour ses affaires, pour ses employ\u00e9s, l\u2019entreprise a besoin de conserver une image claire. Ces changements impliquent de faire une transition rapide et si possible de transformer cette contrainte en opportunit\u00e9.<\/p>

Dans un tel cas, les \u00e9quipes charg\u00e9es du changement se retrouvent souvent face \u00e0 une certaine inertie, voire une r\u00e9sistance active ou passive. En effet, un manque de compr\u00e9hension des enjeux ou des opportunit\u00e9s, une peur face \u00e0 l\u2019inconnu ou face \u00e0 la perte de rep\u00e8res, provoquent immanquablement des r\u00e9sistances.<\/p>

Au lieu de profiter de cette opportunit\u00e9 de visibilit\u00e9 et de pr\u00e9sence \u00e0 l\u2019esprit, l\u2019entreprise d\u00e9pense alors beaucoup d\u2019\u00e9nergie \u00e0 faire avancer un changement qui met parfois des mois \u00e0 s\u2019appliquer, et ne provoque que distorsion d\u2019image \u00e0 l\u2019interne comme \u00e0 l\u2019externe.<\/p>

Dans une telle situation, il est n\u00e9cessaire de bien pr\u00e9parer le discours de transition. Choisir le positionnement de la nouvelle entit\u00e9 sur son march\u00e9 afin de montrer \u00e0 chacun l\u2019opportunit\u00e9 que repr\u00e9sente ce changement.<\/p>

Ensuite, il faut accompagner les \u00e9quipes dans ce mouvement car elles seront les ambassadrices de cette nouveaut\u00e9.<\/p>

Pour mieux maitriser ce changement il y a 5 cl\u00e9s fondamentales.<\/p>\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t\t<\/div>\n\t\t<\/div>\n\t\t\t\t\t<\/div>\n\t\t<\/section>\n\t\t\t\t

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1 – Bien pr\u00e9parer<\/strong><\/p>

A partir des constats et des objectifs du changement, il faut pr\u00e9parer le plan d\u2019action, en identifiant les moyens, les outils, les relais humains et un timing raisonnable.<\/p>

2 – Impliquer<\/strong><\/p>

Il faut s\u2019appuyer sur des relais dans l\u2019entreprise, de type manag\u00e9rial pour faire passer l\u2019information, de type op\u00e9rationnel pour monitorer le changement et son application.<\/p>

3 – Faire adh\u00e9rer<\/strong><\/p>

Dans tout changement, il y a des r\u00e9sistances r\u00e9elles et psychologiques.
Manque d\u2019int\u00e9r\u00eat pour une \u00e9volution, manque d\u2019engouement pour l\u2019\u00e9volution d\u2019une marque, peur de l\u2019inconnu. L\u2019absence de communication et d\u2019information g\u00e9n\u00e8re du doute et peu donner l\u2019impression que chaque salari\u00e9, dans sa personnalit\u00e9 ou son r\u00f4le, est dilu\u00e9 dans une nouvelle organisation.
Faire adh\u00e9rer, c\u2019est rep\u00e9rer les freins et surtout motiver les \u00e9quipes dans le cadre d\u2019une ambition commune avec des messages simples, clairs et transparents. C\u2019est pourquoi il faut bien construire cette argumentation du changement.<\/p>

4 – Rendre op\u00e9rationnel<\/strong><\/p>

Mettre en \u0153uvre la politique de changement en s\u2019appuyant sur des relais.
Cela n\u00e9cessite au-del\u00e0 des outils de changement de marque de cr\u00e9er des outils et des messages pour les relais (pr\u00e9sentations, formation, to do list,\u2026).
Les relais auront \u00e0 charge de diffuser et d\u2019impliquer.
Les outils du changement de marque se mettront en \u0153uvre dans un cadencement choisi. Il est tr\u00e8s important de laisser une p\u00e9riode suffisante mais pas trop longue pour cr\u00e9er un effet d\u2019impact et prendre en compte qu\u2019un changement du jour au lendemain est impossible.<\/p>

5 – V\u00e9rifier le changement effectif<\/strong><\/p>

Un changement ne se constate r\u00e9ellement que sur des preuves. Il faut valider par exemple sous forme d\u2019un reportage surtout si l\u2019entreprise poss\u00e8de diff\u00e9rents sites et penser comme toujours le diable est dans les d\u00e9tails, donc soyez pr\u00e9cis !<\/p>\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t\t<\/div>\n\t\t<\/div>\n\t\t\t\t\t<\/div>\n\t\t<\/section>\n\t\t\t\t

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\n\t\t\t\t\t\t\t<\/div>\n\t\t<\/div>\n\t\t\t\t\t<\/div>\n\t\t<\/section>\n\t\t\t\t<\/div>","protected":false},"excerpt":{"rendered":"

Un rebranding, un changement d\u2019actionnaire, un rachat, impactent r\u00e9guli\u00e8rement la vie et l\u2019image des entreprises. Pour ses affaires, pour ses employ\u00e9s, l\u2019entreprise a besoin de conserver une image claire. Ces changements impliquent de faire une transition rapide et si possible de transformer cette contrainte en opportunit\u00e9. Dans un tel cas, les \u00e9quipes charg\u00e9es du changement […]<\/p>\n","protected":false},"author":1,"featured_media":3167,"comment_status":"open","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"footnotes":""},"categories":[1],"tags":[],"class_list":["post-3134","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-actualites"],"yoast_head":"\n5 CL\u00c9S POUR ACCOMPAGNER LE CHANGEMENT - Agence Puck<\/title>\n<meta name=\"description\" content=\"Strat\u00e9gie de communication, positionnement de marque, marketing, retrouvez ici nos astuces et conseils.\" \/>\n<meta name=\"robots\" content=\"index, follow, max-snippet:-1, max-image-preview:large, max-video-preview:-1\" \/>\n<link rel=\"canonical\" href=\"http:\/\/dev.agence-puck.fr\/actualites\/5-cles-pour-accompagner-le-changement\/\" \/>\n<meta property=\"og:locale\" content=\"en_GB\" \/>\n<meta property=\"og:type\" content=\"article\" \/>\n<meta property=\"og:title\" content=\"5 CL\u00c9S POUR ACCOMPAGNER LE CHANGEMENT - 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